New paper highlights the impact of national mentoring scheme for minority women in academic medicine

A pioneering mentoring scheme led by the University of Southampton tackling career progression inequalities for minority women in academic medicine has been evaluated in a peer-reviewed study in PLOS ONE.

The findings highlight the crucial role of mentorship and tailored career support in breaking down barriers and promoting equal opportunities in the field.

The AIMMS Mentoring initiative was launched three years ago during the COVID-19 pandemic led by the University of Southampton in partnership with the Universities of Cardiff, Exeter, Leicester, Swansea, Leeds, Birmingham, St Andrews, Hull York Medical School, and the Academy of Medical Sciences.

Initially supporting women from ethnic minority backgrounds in academic medicine and health sciences, the scheme has expanded from nine to thirteen UK medical schools  and since 2024 has been available to  all UK medical schools through its adoption by the Medical Schools Council .

Co-authored by Professor Nisreen Alwan and Mirembe Woodrow with colleagues from partner institutions, the study demonstrates AIMMS Mentoring’s effectiveness in supporting career progression, fostering mentorship relationships, and creating a more inclusive academic environment.

Professor Nisreen Alwan said: “We are delighted that the AIMMS Mentoring evaluation revealed that both participating mentors and mentees reported positive personal and professional development. It is so important to support under-represented groups in academic medicine as diversity in leadership is likely to reflect in wider societal benefits particularly in relation to health inequalities.”

AIMMS Mentoring has been recognised as a “gold standard” activity in Southampton’s Faculty of Medicine Athena Swan submission for its role in addressing structural barriers to leadership.

Mirembe Woodrow added: “AIMMS Mentoring’s uniqueness as a scheme available across all UK medical schools is a great strength as it helps women from similar backgrounds connect and find advice and support.  Our evaluation informed further improvements to the programme, and I can see AIMMS Mentoring going from strength to strength in the future.”

Professor Lucy Green, Chair of the Faculty Athena Swan self-assessment committee, said: “ It is a beautiful idea which is clearly popular among the partner institutions and is effective in supporting career progression. We already knew the power of mentoring and allies, but the national nature of this scheme expands the scope of support, shared learning and experience in a really effective way.”

Looking ahead, AIMMS Mentoring plans to extend its support to postgraduate students and additional intersectional groups.

Read the paper: “I cannot be what I don’t see”: an evaluation of Academic Intersectionality Mentoring in medical schools in PLOS ONE.